Dr. Gerda Žigienė is a seasoned sustainability strategist and professor of sustainability and finance, currently teaching at Kaunas University of Technology (Lithuania), ISM University of Management and Economics (Lithuania), and ESDES Business School (France). She also serves as an expert for the National Sustainability and Responsibility Index and is a board member of the Lithuanian Responsible Business Association (LAVA). Gerda's work focuses on advising companies and associations on developing and implementing sustainability strategies, guiding sustainability transformations, and navigating key EU regulations, including ESRD, CSRS, SFDR, and RTS. Her expertise also extends to conducting double materiality assessments and stakeholder analyses.
With a strong foundation in sustainable business financing, development, and regulatory compliance, Gerda has enhanced her knowledge through prestigious programs such as the Sustainable Business Management programme at the University of Cambridge, the International Certified ESG Analyst Certification from the European Federation of Financial Analysts' Associations (EFFAS), and the Sustainable Development Goals (SDGs) Impact Measurement and Governance Programme, developed in collaboration with the United Nations, at Duke University.
Interviewer: Thank you for joining us today. To start, we’d love to learn about your personal journey with diversity, equity, and inclusion. Could you share any key experiences or events in your life that have inspired and motivated your involvement in DEI efforts?
Gerda: As a professor, I have had the privilege of working with diverse student teams throughout my career. These experiences have shaped my passion for diversity, equity, and inclusion. For example, during my time as a visiting professor in Switzerland, Spain, Sweden, France, and Finland, I encountered students from a wide range of cultural, religious, gender, and generational backgrounds. Integrating these differences into a cohesive and collaborative learning environment required sensitivity, adaptability, and a commitment to inclusivity. These experiences taught me that diversity, when embraced, becomes a powerful source of innovation and mutual growth, inspiring my continued efforts in this space.
Interviewer: Thank you for sharing such meaningful insights. Building on that, we’d love to know who or what has been the most significant source of inspiration in your commitment to promoting DEI within the organization. How has this influence guided or shaped your approach to fostering inclusivity and equity?
Gerda: My journey into DEI work has been deeply influenced by my longstanding focus on sustainability. For years, I concentrated on the environmental aspects of sustainability, but I realized that the social dimension is just as vital. It became clear to me that fostering diversity, equity, and inclusion is crucial when addressing the well-being of workers, both within a company and throughout its value chain, as well as the communities affected by corporate activities. DEI also plays a pivotal role in effective company governance.
Another source of inspiration has been recognizing the breadth of DEI concepts. While gender equity often dominates the conversation, DEI encompasses much more—age, religion, disability, caregiving responsibilities, and other dimensions that contribute to individuals' unique perspectives. This holistic understanding motivates me to advocate for comprehensive approaches to inclusion, ensuring no one is left behind in the pursuit of sustainability and equity.
Interviewer: Thank you for sharing such meaningful reflections on your journey. With that in mind, could you tell us about the core values that drive your passion for DEI? How do these values shape your work, decision-making, and interactions with others as you advocate for inclusivity and equity?
Gerda: Honesty and transparency are at the heart of my commitment to DEI work. In this field, not all dimensions are easily measurable, which creates a risk of superficial or performative actions—often referred to as “social greenwashing.” Companies may advocate for DEI without meaningful efforts, leading to practices such as grey-washing (misrepresenting age-related inclusivity), rainbow-washing (exploiting gender or LGBTQ+ inclusivity for marketing), and other forms of disingenuous representation.
For me, the value of honesty means focusing on genuine, measurable actions rather than empty claims. Transparency ensures accountability, creating trust both within an organization and with its stakeholders. These values guide my work by encouraging deeper engagement, meaningful change, and the pursuit of authentic progress in fostering diverse, equitable, and inclusive environments.
Interviewer: Those are powerful guiding values. Building on that, what is your vision for change through your DEI efforts? What specific transformations do you hope to achieve, and what continues to motivate you to pursue these goals?
Gerda: At this moment, what matters most is that change continues to take place. Political shifts, such as the signing of executive orders by U.S. President Donald Trump to limit DEI efforts, have created a perception that these issues can simply be removed from the agenda. However, the urgency of diversity, equity, and inclusion does not disappear just because some governments choose to ignore it—just as ignoring climate change does not make it any less real.
For me, it is crucial that the momentum DEI has gained in Europe continues to grow. Societal and corporate responsibility for inclusivity must remain a priority, ensuring that progress is not reversed due to temporary political shifts. My vision is to keep DEI at the forefront of discussions, fostering real, lasting change in workplaces, governance, and communities. The challenges we face—whether in gender equity, age diversity, or accessibility—must remain a focus, no matter the political climate.
Interviewer: That’s an inspiring vision for sustainable progress. To conclude, we’d love to reflect on your personal journey. How has your involvement in DEI initiatives influenced your personal and professional development? What key skills or valuable insights have you gained through these experiences?
Gerda: My involvement in DEI initiatives has significantly contributed to both my personal and professional growth. I’ve gained skills in conflict resolution, cultural awareness, and empathetic leadership, which have helped me build stronger, more inclusive teams. Additionally, I’ve learned the importance of listening deeply to understand the unique challenges faced by individuals and developing solutions that reflect their diverse needs. These experiences have made me a more effective and compassionate leader.
Interviewer: Thank you so much for sharing your thoughtful insights and experiences with us today. We truly appreciate your time and openness!